Manpower Succession & Retention Masterclass

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Venue Date Fees Join Now
Kuala Lumpur - Malaysia , 20190513 13 - 17 May 2019 $4,200 Register
Bangkok – Thailand , 20191014 14 - 18 Oct 2019 $4,750 Register
Dubai - UAE , 20191208 08 - 12 Dec 2019 $3,750 Register

COURSE OVERVIEW

Manpower & succession planning and retention of talent has grown in importance over the years to be seen as having a direct correlation in the longer-term ability of International Business to compete globally. As a key business requirement, organizations must have clear processes in order to devise and deliver the Manpower & Succession strategy. Having a clear strategy will enable the business to make informed decisions to achieve a balanced approach, how to assess the requirements, when to develop current staff or, actively recruit external candidates into the organization to satisfy future demands.

The Manpower Succession & Retention Masterclass will consider how to maximize the use of resources in order to develop the right people at the right time for the future. Participants on this training course will be able to ensure business continuity by planning succession into key organisational positions and preparing people appropriately to step-up to leadership roles; identify talented employees and provide structured career development opportunities to enable them to take on higher level and broader responsibilities; attract and retain the top talent needed to meet organisation’s current and future objectives.

IMPORTANT FEATURES

  • Understand how to measure, predict and therefore manage future organisational trends
  • Consider the balance between developing individual’s contribution and future business requirements
  • Appreciate the relationship between operational and human resource management
  • Adopt the most appropriate approach to deliver your businesses manpower planning and succession process
  • Develop process management skills in order to maximize the effective use of resources
  • Experience, and be in a position to implement new dynamic manpower planning processes

LEARNING OBJECTIVES

  • Consider a number of strategic models for the successful delivery of manpower succession planning
  • Master and be able to use methods to explore predictive trends and data
  • Be able to use data to construct potential outcomes and calculate monetary implications
  • Re-energise interviewing techniques, appraisal processes and manpower planning systems
  • Create a methodology to present business information effectively
  • Be aware of both organizational and individual measurement tools and the links between the two
  • Develop individual business techniques in order to manage the manpower planning process
  • Understand how and when to retain your talent
  • Examine a number of clearly worked examples from the world of international business for your reference and use back at work
  • Plan and implement action plans for yourself and individuals/managers involved in the manpower planning process

TARGET AUDIENCE

  • Manpower succession planning managers/consultants/supervisors
  • HR personnel who’s key accountability is manpower planning
  • Succession/Emergency Planners
  • Managers who are interested in succession planning and improving resource management
  • Individuals who have recently experienced the challenges of manpower planning and/or creating the business strategy
  • Facilitators who operate across the business planning functions

TRAINING METHODOLOGY

  • Using interactive techniques, taking into account individuals experience – group discussions, analysis by the participants and case studies with timely inputs from the Senior Consultant
  • Time to explore options, testing benefits/potential pitfalls and various programmes of action depending on the situation or requirements
  • Sharing of a number of global frameworks, methodologies, assessment of theories, group presentations and discussions
  • The aim of this programme is to produce practical outcomes at all times – accordingly, delegates will be encouraged to form into small groups to look at specific topics in depth as the programme develops
  • Delegates will experience a relaxed, friendly and supportive environment, evidence suggests that delegates learn best and remember more by creating such environments
  • There will also be the opportunity to discuss individual circumstances on a one to one basis with the senior Consultant if required

Pre & Post course assessments will be used to measure the effectiveness of this training.

COURSE CONTENTS

DAY 1 -Introduction to Manpower Succession Planning Strategies

  • KeyTopics:

    • Introductions, programme, objectives, and ways of working
    • HR models and how to support potential future organizational requirements and structure
    • The growing business importance of HR manpower succession planning
    • The pace of change, shaping organizations, work requirements – the effects on today’s organization
    • Trends – expanding, reducing and   right-sizing; what’s appropriate – use of decision-making tools and worked examples
    • The four main areas of manpower planning – Strategic focus, Data/analysis, manpower planning and people development including case studies

DAY 2 -Manpower Succession Planning, strategic focus from first principals

  • KeyTopics:

    • The new HR strategic map explained
    • How to create and deploy a strategic template – exercise and case study
    • Measuring organizational health including maturity, a trigger for manpower succession planning activities – case study and exercise
    • Converting vision and strategy into workable plans, the collection, and analysis of business challenges to trigger appropriate action – including exercise
    • Processes for delivering on time and creation of budgets

DAY 3 -Retention Strategies and Approaches

  • KeyTopics:

    • Use understanding when to retain top talent
    • Measuring and recording talent
    • Creating talent management programmes
    • Reward strategies to retain top talent
    • Developing a range of career paths for specialists and non-specialists
    • Individual performance measurement, exactly how and why competencies are structured the way they are
    • Managing expectations and individual’s needs by using objective data from current performance
    • Measuring and forecasting individuals future performance using behavioural techniques

DAY 4 -Manpower supply and succession - Business Planning and Assessment tools and techniques

  • KeyTopics:

    • Selecting the “right” principal for manpower supply
    • Consider three approaches to satisfy short and longer-term succession planning requirements
    • The use of pre-selection techniques for key posts – the role of psychometric testing, emotional intelligence and assessment centers, agreements and individual visual development maps
    • Business reviews – why manpower planning should a regular topic for discussion, and where it has an impact – case – study

DAY 5 - Executing the manpower succession planning and retention processes, and ensuring connection with business requirements to maximize returns

  • KeyTopics:

    • The use of management tools and techniques to achieve maximum effect
    • Why performance appraisals used in isolation do not work   when selecting individuals into development or talent pools
    • Reacting to requirements and situations, talent pools, individual selection and head hunting
    • Working within the agreement by the individual and the business in order to achieve the business goals
    • How the whole manpower succession planning and retention processes should ‘fit’ together
    • Final review and presentation of certificates

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